tv Key Capitol Hill Hearings CSPAN May 26, 2014 2:00pm-2:33pm EDT
such combat exclusion laws. we still have a 308 foot -- , some ofh the missiles those for a while. those ads were open to women. there were no jobs women were looted from serving when they graduated. so i wanted to have equal, somef those for a while. access for putting in the same artwork. i came into the coast guard academy and the third class of women. women made up five percent of posture -- population in those days there it there were not sports started. imagine going and you have to start your basketball teams and start everything up. i could not of course compete. i was not that good. it was a young female cadet and had been a swimmer in high school. they met me where i was and swam
with me on the team. that is where i came in for my generation. the cadets and students here at interrupt university. why not women retained at the same rate as men. possibly i -- boss we hire. can anyone make a guess as to --t percentage the marine women are right now? >> 40? the biggest change that i noticed at the academy was a game changer for critical mass.
only five percent when i was there. that makes all the difference in the world of critical mass. not really a definition. for yours andorks one third works for us. all of our women have our city sports pairings with men. we make sure we have women's sports. just brought lacrosse from club to bersani. we have women's lacrosse and men's lacrosse. thrilled to offer the parity. it took me an entire generation to rise up through the ranks from cadet to admiral. whole generation to come that far. students have to look where you are right now and what drop you will put in right now. the glass is filling up though.
just recently michelle john role was lieutenant general in the air force and came back to her alma mater. back even before that in 2008 general done woody was the first female four-star admiral in the army. she has now retired. we have another female superintendent. amazing how if you look back at 1872 summit the poor woman who wanted to be a lawyer in illinois and told she could not be, now look where we are right now. it is amazing. we cannot forget where we came from. so we still have a lot of work to do, even in the coast guard with a third of the women in the coast guard economy. doing great at attracting women, but retaining women becomes another challenge. young people will graduate from
winthrop but then you will get jobs and will you stay in and try to make it up to senior management? many women do not move past middle management. if you're going to get past middle management, then whatever occupation you are in. there will be a different definition for that, whatever sector you get a job in. about two years ago, maybe three now come at the wall street journal been an executive task force for women in the economy. i want to go back to that for a few minutes here. it talks about the barriers here women need after middle management. and if you understand some of that now as a young person and faculty and staff understand that, they be we can help work people through that to make sure we continue opening the opportunities for everybody in
society. equal access and there should not be barriers but there still are barriers. this daddy surveyed 2500 men and women and interviewed 30 chief diversity officer's to understand the factors that held women back and limit their advance beyond middle-management level. i will give you interesting statistics. nearly 60% of all undergrads students in the u.s. -- undergrad degrees are awarded to women. up or print jobs is just 53%. -- the entry-level jobs is just 50 three percent. we graduate 60% women. 63% go to jobs. only 14 and up and senior management. -- end up in senior management. women are not moving beyond
middle management. we all know men and women in the audience are wanting access to go as high as you want to go in your job so why are we not moving on? this also applies to the academy even though we have a growing or centage of women at the coast guard academy. there are five of us out of about 45. that means women make up just 10% in the coast guard, which is not far off from the 14% we just talked about. why is this and how can we lead at all levels to try to open opportunities and reduce statistics? the four obstacles the mckinsey study came out with our structural obstacles. these are familiar structural barriers such as a lack of role model, inclusion of informal networks and's are in upper management to create opportunities. all of those things probably
resonate with everyone here. the barriers,e and that is what i want to talk about them a how to overcome the barriers. them by actively seeking role models who do not look like us necessarily. some of my role bottles -- role models to look like me. most of my mentors were men along the way when i got in the that was fine.d i had great mentors. you do not want to sit back and neck comfort zone and wait for mentors to come to you. you need to look out and reach for one. it could be a professor who isks nothing like you but passionate about developing you into the man or woman you are meant to be. so in addition to seeking mentors, women need to actively look outward and ask to be
included in do not be afraid to do this. i have been the first woman on the ship. i have 12 years as seen. sometimes i have been one of the few women. the men do not think of you of asking you to a comp you -- accompany you to liberty. the men get together and mobilize and get changed. i would get left behind. it was not intentional. girlwere not thinking of will want to go with them. then i learned the day before we got and that i started asking my classmates and shipmates, what will you do in liberty port? i said let me go, i would love to go out with you. and gotorked my way and to go out with them. i felt like this was not a place for me.
actively engaged to be included. reaching out a hand and pulling that person up to the table. ask them to sit with you for lunch. these are the ways we can have civic engagement and move forward and break the barriers down. and try to find someone to mentor yourself. even your students, someone that is more junior or freshman. there are people who are unconfident who really got -- really do not know. reach out a hand to those people and tell them, i see something special in you. just like their fire. ever told someone that? how often do we do that? whether we are a professor or
staff intelligent student. find a student who is quiet. find a classmate or question -- freshman. tell them you did good in the presentation, i see something special in you and you will like their fire. i cannot explain how powerful that is. the second barrier is lifestyle issues. jobs elect to remain and for which they derive a deep sense of meaning. they hesitate to trade that job for long hours, travel on the road and uncomfortable. they feel like they're making a difference in stay in middle-management. that is true once they start moving up. when that comes, more requirements. more time away and all of that. what i want to address real women, can we have it
all? >> have you heard about this argument? there is an argument out there and people say you can have it all and there have been books written on how you can have it all. the coast guard provides lots of conveniences. work people so they can have a career and family. there have been good articles lately that i encourage everyone to look at or at least know about. one of them is the atlantic article by anne-marie slaughter. she worked for hillary clinton in the state department couple of years back. writing an interesting article in the atlantic. she did attend talks on the same subject. these are women who have written on and made it successfully and ran whether you can have it all. i encourage the young people in the audience to consider where you want to grow -- go when you graduate atco he wanted all or
do you need to have it all? i use an analogy. you going to restaurant and they give you a menu here yet you can have it all. no one is stopping you from ordering everything on the menu but it will not sit on your plate, you cannot eat it all and you cannot order everything. so i encourage him people to look at the menu and select the blade pick some things. they be if you like it that well come back and try again. get frustrated by thinking you have to have it all today. do some thinking about this. you have to learn who you are before you know where you're going to go. start thinking about some of these things and what success means to you and do not let your people whosuaded by are not you. that can be your parents, professors, friends who will try to tell you they know what is best for you. anyone have that happen?
we know what is best for you. you can all raise your hands on that. to have the coverage to be who you are, to be your own person and fight your personal passion. probably not going to be the same as your parents, friends or professors but you have to have whocourageous to stand by you are and are developing the sense of who you are as will. there is an interesting thing about peace referred to on the commentary. this woman heard all on their deathbed regretting what you wish you had done. the top regret people have before they died was a wish they had been true to themselves throughout their lives, not trying to be something someone else wanted them to be. fate rightseize that
now, knowing that is what happens to people as they get told where they should go by somebody else who they respect and admire, but have to be comfortable in their own skin. the moral courage to be who you are, find your passion and live the life you want to live. look at that and pick what you want, not what someone tells you to pick off the menu. .hat is really really important someone who thinks you should be someone you're not. . have a little story i chose to have a vibrant career in the coast guard and say single until i was 47. i never had time for it. i had family. in the coast guard in my mind. i ended up in michigan way up by canada. ice maker. small i was the first to command a
ship on the great lakes and all of that. i had to stick cousins that took me to church. they were very proud of me. this was back in 1990. and areone with church walking out and you shake hands with the pastor, and he comes to me -- my hand and says don't you feel bad taking a young man job he needs to support his family? i just finished commanding officer of the small cutter. i was in a state of shock. i did not begin to know what to say. out.usin hustled me he was probably about 50 or 60. that was sault ste. marie. -- differentts laces when it comes to rights and opportunity. sault ste. marie -- sault ste.
marie was not singapore women. that is something -- judgment i had on choices i made. people willrealize judge you but you have to have the courage to stand up for her you are and what your choices are. a third thing the study came up with is embedded individual mindsets. data shows that all ages more men than women want to take on responsibility and move up an organization. that is us. we also want to sit at the table. that is the key of sheryl sandberg's per -- book, lean in. staff probably noticed this. you go to a conference room and the senior people -- supposed to have senior people but there are
all the chairs around the margins. they will come in and put their brief taste down at the table at a place. women who might be more senior or equally as tenured will come in and select a seat on the margin. that is the premise of sheryl sandberg book. women do not necessarily always have the confidence or need to feel like we have to push ourselves in that we cannot blame the men. we need to take it on ourselves to sit at the table and take our seats and relate the hard work and perseverance we put in, we aren't a place at the table him and we take the top jobs to get us out of our comfort zone. the ones that make you cold, wet, tired and hungry like i was growa, you will not comfortably in one place so i encourage everyone to take a seat at the table here yet you have earned it.
you have actively engaged looking for mentors. actively engage to be included. forced barrier is the embedded institutional mindset. that might be something like sault ste. marie. that is entrenched belief ferments and females that females cannot handle the next level of job responsibility and the family and making the balance work. believeemselves not they are fully qualified. have you ever noticed women are evaluated based on performance where men are often a value weighted on potential. so we have to move ourselves. when i am talking with a group of business people, there are a lot of heads nodding with this. we often have to prove we earned our place at the table. there is an institutional mindset we'll have to work hard to overcome and i think that is
the toughest terrier of all the barriers. the way i attack that as a single female on the ship, the only one coming on. i was assigned as a senior boarding officer. ae of these things like policeman at sea. you have been to the boarding officer school and all that. i was the only woman on the ship. pacific northwest boarding a ship think we'd. different mindset about culture. wille were telling me you never be able to have respect going on a fishing boat coast you are a woman and they will not respect you going on there telling them what the rules are and how they're supposed to comply. without really knowing at the time i was convinced i would not let gender decide me and would be my own person. i did go on for the fishing
boats with all-male crews. i would announce i was coming in would be the first one on board. i want walked on board and was wasn't to them. i greeted them here -- courteously. her thing we had to do was ask them for weapons. if the guide is on board a ashing crew and all-male and woman officer asked for a gun, that is a threat kind of. it is like my personal weapon. i went on female, i was like what else can i show you? officered as a boarding because i use my gender to my
advantage and did not let evil, you will not be able to go on board there. they called me back. there was a few times on my time that they had to call me. i would come up to them, sir i need to come on board your boat. i would be right on. never was denied access to a boat. i think we women need to be confident in that we have advantages we can use and ok to use the differences and celebrate the differences. to go into at profession that might be historically one gender or race and believe we cannot make it. maybe the difference is the strength. i found that throughout my career and one of many different stories. another one is horizontal networking. women -- men of her comfortable in vertical power chains. lycoris on hold.
we like governments, going across, collaboration, getting consensus. that is a powerful part of who we are as women. never underestimate your power as a woman. you can sometimes get along -- lots more done as an active student. you can work to get something done with the level of horizontal networks and bring an idea up the chain at the university. so i think that is all dairy valuable to know the power and be confident in who we are and not ever shy away from that and try to be like someone else because you think they are the ones you want to be like and be your parents or the professor your parents want you to be. that is the barriers i think were important to go over to set the tone of the obstacle. looking ahead.
if we look at every level, that sets the context. how can we get everyone to leave thatl levels you don't goes from president to ceo. leading self. discoveryo have self first in the first component is leading self. i have another anecdote. of aanyone know, poop and movie? raise your hands. we know there was the fact hand up. very unlike the dragon warrior.
this fat panda does not look like a kung fu warrior. in any respect. people telling them you will never be able to deceit the enemy. right size ore shape or whatever. day they willthe go back on the scroll. they do not have a dragon warrior to lay eyes on. toave done all they can train the fat panda to be the dragon warrior. it is not there yet. secret ingredient he needs. the scroll comes down. he unrolled it, looks at it and
screams and looks back. all he sees is a mirrored piece of paper. he the face staring back at him. they are like we're hopeless now here yet not a secret ingredient to make the kung fu panda successful. all of the qualities that were against them that made him defeat the bad guy. he was able to use his way to squash the bad guy. this tickle the panda. ended up he beat the bad guy. there was not a secret ingredient. no secret sauce. everything he needed to be the piano -- the warrior within inside of him. that is part of the problem with stereotyping is we look at
people in safe you cannot be that because you are not the right type. start oureven get to careers we self reflect out because someone told us we do not look the right part. this is one of the best we have ever seen. this is one of the reasons right there. have you read it or seen the movie? the 10 leadership lessons from the kung fu panda and the talk i give. i encourage you to see what i mean about a great leadership movie. that is all about self discovery. that panda was not going to defeat the dragon warrior until he had self discovery and come for an moral courage to believe who he was. that is the foundation are trying to develop peer. if you get nothing more that is ok. self discovery. some people go their whole lives without figuring out who they are.
leading others is the next level. this is where selfless service comes in. this is where your civic engagement comes in. developing a strong, professional reputation in what you are competent in and taking care of your people. finding the best in them. helping them find their passion. you will never be a successful leader on your own. am a leader at the coast guard academy. i would be nothing if it was just me showing up every day in my office. it would be a boring, quiet place. so it is the people who do the work there. you have to make sure the potential is realized and the filled once you figure out that for yourself. was a junior officer. the same ship where the pastor
said i was taking the job from a young guy who needed to support his family. i was making the rounds one night after hours. , onenly two guys on board was an engineer, a young firemen. the lowest percent on the totem pole. he was sitting there claiming some kind of a filter. i started to walk by and i said good evening, and it was after hours, and he just said good evening, ma'am and was not very motivated. i said what are you doing there? i am just cleaning the filter like it was a no things -- no nothing job. i squatted down and said can you show me what you're doing with the filter? itn he started to get into and show me all he was doing. before long he wish -- was excited about how to show the
captain of how to claim a filter. i thought nothing and went away. the next day i got a knock on my state room door. it was my engineering officer. you're down getting your information from the firemen. the firemen had gone around and showed the captain had to clean a filter. so it was cute because i had to tell my engineering officer, i was making him feel valued that night on duty. it was a good story for me as a young leader. i was empowering adamant that i had to make senior readers know i was not disempowering them. i had to reach down to bring the man. so leading the organization.
that is a big difference. a break point in many ways. i wanted to make sure i address the continuing because it is important to make sure you focus on what you could do. you could be in senior management one day if you so choose. you have to get out of the tax to call that made you successful in the more junior stages. you transform to a more strategic perspective. you should benchmark with other organizations and people. prepare an assessment of where you are in senior management. you arebetween where and where you need to be in make sure you are doing value added things to bring your company forward. just coming to work everyday day is no longer any good. examples are in the coast guard. i need to look at where the andt guard academy it's in beyond. some ways i have done that is looking at partnerships. now commissioning all
engagement officers. we have a strategic partnership with noaa that fits in with the strategic earner ship strategy. we also are interested in the arctic. most of you know it is a big open area that needs to be addressed from a number of points. we have missions that have to be done up there. how can the academy help deliver intellectual research and then capacity to help the coast guard. and we have a center for maritime strategy and policy that help reform decision-making. i brought along today the united guard art of strategy right here. available in the back. on your wayvailable
out if you want to grab a strategy. ciber, we at the coast guard academy trying to decide are -- trying to decide where we can deliver cyber skills and cyber education so our cadets have the skills they need in an ever-changing world. as a senior person, knowing where you want to bring the organization. making sure you communicate expect haitians up and down to seniors and people. you cannot just come in and start this. you have to get the great ideas. to inform people of what is expected. give them leeway to help you to achieve your goals and hold them to what is accountable. lean forward and get out of your comfort zone. very important that you do. failure is the great thing. i am here to encourage you to celebrate failure. that sounds counterintuitive, but when you